Pitch N Hire gives Surabaya, Indonesia teams a complete interview toolkit — structured interview kits, live and one-way video interviews, scorecards and skills assessments — so hiring decisions are consistent and evidence-based. It runs in the browser and plugs into the ATS, helping a Surabaya company evaluate local and offshore candidates the same rigorous way.
Interview solutions are the software and structure a team uses to evaluate candidates consistently: reusable interview kits and question banks, live and one-way (asynchronous) video interviews, structured scorecards, and skills assessments — all tied back to the role's real requirements. Pitch N Hire's interview and assessment tooling makes evaluation objective and comparable across interviewers, reducing bias and hiring mistakes. It runs in the browser and integrates with the ATS, so a company can screen and assess candidates for local roles or an offshore team through one consistent, evidence-based process — especially useful when hiring across time zones, where asynchronous video interviews remove scheduling friction.
Create reusable interview kits and question banks per role, so every interviewer for a role assesses the same competencies in the same structured way.
Use one-way (asynchronous) video for early screening so candidates answer on their own time — ideal across time zones — and live video for deeper interviews.
Send skills assessments and structured exercises that test the actual competencies the role needs, so you evaluate ability rather than just résumés.
Interviewers complete structured scorecards against the same criteria, making candidates directly comparable and reducing individual bias in the decision.
Aggregated scores and recorded responses give your hiring team an evidence-based basis for the decision, and a clear audit trail for fairness.
Pitch N Hire's interview and assessment tooling standardises how you evaluate candidates:
Surabaya is Indonesia's second city and the commercial gateway to eastern Indonesia, built on trade, shipping, manufacturing and a large industrial base rather than a startup-first culture. Its growing digital economy is increasingly tied to enterprise, logistics, e-commerce fulfilment and industrial modernisation, so demand centres on business-application, integration and back-office engineering more than on venture-funded consumer product teams.
Surabaya's talent pool is grounded in enterprise and web development, business applications, .NET, Java and integration work, supported by regional universities producing steady numbers of software graduates. It is more affordable and less contested than Jakarta, with good retention, but advanced data, cloud and platform specialists are scarcer locally — a gap employers often bridge with targeted recruitment or offshore support.
Surabaya developer salaries sit below Jakarta and broadly in line with other regional Indonesian hubs — mid-level and senior engineers commonly in the region of IDR 10–30 million per month. Companies modernising logistics or enterprise systems frequently combine cost-effective local Surabaya hires with India-based offshore engineers sourced through PNH to add specialist capacity.
For Surabaya's enterprise, logistics and manufacturing-tech employers, PNH can add an offshore engineering layer — vetted India-based developers and integration specialists on the WIB time overlap, employed via an Employer of Record — to accelerate modernisation programmes and cover cloud or data skills that are harder to source in the local market.
You can engage Pitch N Hire in whichever way fits your Surabaya team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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